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an agile policy posture and hiring con-
struct to attract, recruit and retain the
current and future Army STEM leaders.
STRL WORKFORCE
AUTHORITIES
Unique personnel and operational
authorities are required for the labs to
develop the S&T that is critical to success
in the future asymmetric multidomain
battle. In recognition, Congress estab-
lished Section 342(b) of the National
Defense Authorization Act (NDA A) for
Fiscal Year 1995, which authorizes the
secretary of defense to conduct personnel
demonstration projects at DOD STRLs.
e personnel management authorities
granted in the original provision have
evolved into a permanent, continu-
ing program to give all Army labs the
freedom to build the necessary S&T
workforce without the constraints that
govern most federal hiring.
e STRL personnel management dem-
onstration projects involve broadbanded
pay systems and simpli ed classi cation;
compensation linked to performance;
recruitment and sta ng changes; and
enhanced training and development,
including critical skills training, dis-
tinguished scholastic achievement
authorities, modi ed term appoint-
ments, voluntary emeritus appointments,
an entrepreneurial leave program and
sabbaticals.
e purpose of the STRL personnel
management demonstration project is
to demonstrate the e cacy of speci ed
management changes in improving the
productivity and e ectiveness of basic
and applied research and exploratory
development at the STRLs, while attract-
ing high-impact STEM leaders. Further,
the laboratory demonstration project pro-
vides a suite of dynamic tools that allow
STRL directors to shape the mix of tech-
nical skills and expertise in the workforce
to achieve one or more of the following
strategic goals:
• To meet organizational and DOD-
designated missions in the most
cost-e ective and e cient manner.
• To upgrade and enhance the scienti c
quality of the workforces of such labo-
ratories. (See Figure 2.)
• To shape such workforces to better
respond to such missions.
• To reduce the average unit cost of such
workforces.
Title 10 of the U.S. Code (USC), Section
2358a permanently codi es additional
authorities for directors of the STRLs.
e directors manage each STRL's
workforce strength, structure, positions
and compensation without regard to
any limitation on appointments, posi-
tions or funding and in accordance
with the budget available to the facil-
ity. e directors are further authorized
to implement a direct-hire authority,
which expedites hiring by eliminating
procedures such as competitive rating
and ranking, and veterans' preference.
(See Figure 1.) All laboratories are under
WHO'S WHO
Seventy-eight percent of Army civilians are specialized scientists and engineers, sorted into 42
U.S. Office of Personnel Management occupational codes, ranging from microbiology (0403) to
aerospace engineering (0861) to physiology (0413) and chemistry (1320). More than half of the
Army S&T workforce hold an advanced degree, with 14 percent holding a doctorate. (SOURCE:
The author)
0801-General Engineering (24%)
0830-Mechanical Engineering (15%)
0855-Electronics Engineering (14%)
0845-Computer Engineering (7%)
1150-Computer Science (6%)
0861-Aerospace Engineering (5%)
1320-Chemistry (4%)
0810-Civil Engineering (4%)
1301-General Physical Science (4%)
2210-IT Management (3%)
0893-Chemical Engineering (3%)
0850-Electrical Engineering (3%)
0401-Biological Sciences (2%)
1310-Physics (2%)
0806-Materials Engineering (1%)
1515-Operations Research (1%)
0403-Microbiology (1%)
0819-Environmental Engineering (1%)
0896-Industrial Engineering (1%)
0413-Physiology (1%)
PhD -
Military
-2%
Contractors
- 44%
28,339
Total
Workforce
FIGURE 2
ASC.ARMY.MIL 175
SCIENCE & TECHNOLOGY / DASA R&T